How to Evaluate and Hire Remote Workers

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“Great talent is everywhere, and not everyone wants to move to San Francisco,” wrote Basecamp co-founders Jason Fried and David Heinemeier Hansson in Remote, published in 2013. That’s a veritable lifetime ago in Internet years.

Since then, recruiters who didn’t already know it have by now learned it: nationwide, as more teams and individual workers realize the extraordinary benefits of remote work for productivity and culture (among many things), the remote work population is steadily increasing, and so is the competition for strong remote workers.

If you don’t hire remote workers, you are losing out on hiring talented people who happen not to live near your office space.

Hiring remote workers requires different recruiting practices from those used to hire office-based workers. Well, wait. Does it really?

Over the past few years, I have worked remotely full-time from my home in Durham, NC, first as Director of Recruiting for Trello and now as a Global Talent Program Manager focused on remote work at Atlassian.

From a personal perspective, I cannot overstate how much remote work has improved the quality of my work and life. One counter-intuitive discovery: performing work remotely simply renders more important what has already been important all along. Or, to clarify via another Fried and Hansson quote, “Great remote workers are simply great workers.”

That said, there are unique challenges to full-time remote work, and that raises the stakes in recruiting and hiring for remote workers. It becomes all the more important to get it right. So here’s some advice, by no means exhaustive, for recruiters on hiring great workers, tweaked a bit (but just a bit) into advice on hiring great remote workers. Read more here…

Source: Bonusly Blog

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